Council rethinks pay cut plans

A COUNCIL has again revised its plans to slash staff wages. Bury became the first council in Greater Manchester to review the wages of its workers under legally-binding equal pay legislation for men and women.

Bury became the first council in Greater Manchester to review the wages of its workers under legally-binding equal pay legislation for men and women.

The initial results were greeted with outrage and strike threats after it was revealed that around 1,200 workers - or 30 per cent of the workforce - would face pay cuts.

A total of 42 per cent of staff were in line for an increase with 28pc remaining on the same salary.

A previous rethink cut the figure of those due to lose out and lengthy talks with union bosses have now resulted in a second revision.

The number of staff now set to lose money is 816, says council chief executive Mark Sanders.

It means 80pc of Bury staff now gain or are unaffected by the pay and grading review, which councils nationwide must adopt.

The wages of 2,522 workers are set to be increased. There will be no change for 593 and the number to face reductions is down 384 from the initial figure of 1,200.

Mr Sanders said: "This is about something that we have to do. Staff have been waiting some considerable while to hear the outcome of discussions with the trade unions and this will be set out in a letter on May 1, outlining the future terms and conditions and asking for their agreement and acceptance.

"The end result of this is that we have managed to reduce the amount of staff losing. Eighty per cent of staff will either increase their pay or there will not be a change."

The council said the reduction had been achieved through internal promotion and job remodelling.

A spokesman confirmed a 90-day consultation period ended on April 16 and new pay structures are set to be implemented in September.

In a statement, the council said: "All staff covered by the review will receive a letter by May 1 asking them to accept the outcome of the process and agree a new contract of employment. As well as any changes to employees' grades, the letter will include details of changes to other terms and conditions.

"Staff will be asked to respond by May 29. If people agree, their new terms will start on September 1.

"For those who do not agree, the council may need to terminate their contract and re-engage them on a new contract on the new pay and grading arrangement."

Salary protection deals of one and three years are in place.

The spokesman added: "The council will continue to talk to the trades unions to resolve any issues that arise and to monitor the development of initiatives to reduce the adverse impact of pay and grading. Vacancies will continue to be offered initially to employees who are adversely affected by the review."

The new equal pay laws, agreed by the government and the unions in 2004, are nationally binding and designed to harmonise pay and conditions between men and women and within different departments.

Similar new pay structures have been revealed in Bolton, Trafford and Salford.